Adolescents' Disclosure of Mental Illness to Parents: Preferences and Barriers.

Adolescents with a diagnosable mental health disorder must often first disclose their mental health problems to a parent in order to obtain professional mental health treatment. The decision to disclose private, personal health information is the result of successful progression through disclosure decision-making processes fraught with barriers that can discourage disclosure; therefore, the current study explored adolescents' perceptions of factors that facilitate or discourage disclosure of mental health information to parents. Thematic analysis of a series of focus groups with adolescents with and without a mental health disorder discovered several themes that describe factors adolescents consider in the disclosure decision-making process. Several identified themes are consistent with past research related to health-related disclosure decisions, but some themes suggest that the mental health disclosure decision-making processes of adolescents may be different than the decision-making processes of adults in other health contexts. Results of the study have implications for interventions associated with adolescents' and parents' mental health literacy, mental health stigma and communication about mental health issues.

Assessing civility at an academic health science center: Implications for employee satisfaction and well-being.

Incivilities are pervasive among workers in healthcare institutions. Previously identified effects include deterioration of employee physical and mental health, absenteeism, burnout, and turnover, as well as reduced patient safety and quality of care. This study documented factors related to organizational civility at an academic health sciences center (AHSC) as the basis for future intervention work. We used a cross-sectional research design to conduct an online survey at four of five campuses of an AHSC. Using the Organizational Civility Scale (OCS), we assessed differences across gender, race (White and non-White) and job type (faculty or staff) in the eleven subscales (frequency of incivility, perceptions of organizational climate, existence of civility resources, importance of civility resources, feelings about current employment, employee satisfaction, sources of stress, coping strategies, overall levels of stress/coping ability, and overall civility rating). Significant gender differences were found in six of the eleven subscales: perception of organizational climate (p < .001), existence of civility resources (p = .001), importance of civility resources (p < .001), frequency of incivilities (p < .001), employee satisfaction (p = .002), and overall civility rating (p = .007). Significant differences between respondents by self-identified race were found only in one subscale: existence of civility resources (p = .048). Significant differences were found between faculty and staff in four subscales: perception of organizational climate (p = .001), importance of civility resources (p = .02), employee satisfaction (p = .01), and overall levels of stress (p = .03). Results suggest that gender and employment type differences exist in the perception of organizational climate at the academic health center, while significant racial differences only occurred in reference to reported existence of civility resources. Attention to these differences should be incorporated into the development of programs to address the problem.